Public Sector Equality Duty: Annual Equality Data Monitoring Report Avon and Wiltshire Mental Health Partnership Trust

Transcription

1 Public Sector Equality Duty: Annual Equality Data Monitoring Report 2017 Page 1 of 31

2 Background and introduction The Equality Act 2010 Specific Duties Regulations 2011 (SDR) requires public bodies with 150 or more employees to publish information on the diversity of their workforce and diversity of people affected by its policies and practices by 31st January each year. This report provides data covering the period 1st January 2017 to 31 st December The data relates to (a) the Trust s workforce, (b) those who left the Trust during 2017; (c) Service Users receiving support and care, and (d) Service Users recommending our services (Friends and Family Test). The data is disaggregated by protected characteristics, which are: Age; Disability; Gender Reassignment / Transgender; Marriage / Civil Partnership; Pregnancy and Maternity; Race; Religion or Belief; Sex; and Sexual Orientation Where possible, the report provides comparison to the previous year s data (2016). This helps the public and the Trust to assess the organisation s work to: Remove / reduce disadvantages experienced because of one or more protected characteristic; Meet the needs of diverse people in our communities; and Encourage people across all protected characteristics to participate in public life and other activities. The headlines for 2017 Below is a summary of the key headlines of our data analyses: Workforce Key Successes: Female representation excellent across all pay bands and roles. BME representation remains higher than the overall BME working age population in our area. Disability declarations increase in staff declaring. Sexual Orientation - more staff prepared to declare sexual orientation than in Religion / Belief more staff prepared to declare religion / belief than in Retirements fall in the number of retirements resulting in retention of skills. Excellence in Diversity s Inclusive Top 50 Employer number 45 on the list. Workforce Key areas for improvement: Recruitment There is as significant pool of disabled people in our communities from which can potentially recruit from. Retention need to attract, retain and develop the younger workforce to harness the potential they bring. Resignations need to address the significant levels of voluntary resignations that occur within one year of employment across all protected characteristics Representation BME staff are over represented in lower bands but under-represented in higher bands. The Trust needs to identify initiatives that will nurture the talent and progression of BME staff. Page 2 of 31

3 Service User Key Successes: Increase in Service Users more Service Users than in 2016 across all age band groupings Service Access the main services used across all protected characteristics are Assessment / Recovery; Dementia; Memory; Community Mental Health; Complex Intervention Teams. This remains the same as in 2016 BME Service Users majority of Black and Minority Ethnic (BME) service access occurs through delivery units in Bristol and Swindon, reflecting the larger number of BME population in these areas. Majority are using Assessment and Recovery; Dementia; Early Intervention and Community Mental Health services. Younger Service Users - majority of <16-24yrs olds use Early Intervention, Assessment and Recovery, and Specialised Community services which is positive. Older Service Users increased number of 65ys and over Service Users, and majority are access Dementia; Memory; Complex Intervention Team; Therapies; and Assessment and Recovery services. Disabled Service Users of those who state that they have a Disability, a significant number are accessing our Dementia services. Data from Oct 0217 to Dec 2017 shows that from Community and Ward based Friends and Family Test survey, 88% of all respondents provided positive responses to the question How likely are you to recommend our service to friends and family if they needed similar care or treatment? This is the first time that Trust has reported this information by some of the protected characteristics. Service User Areas for Improvement: Increase Monitoring - need to increase awareness of the value of equality monitoring, how the data is used and its impact on person-centred care. Support our Staff need to support staff to implement the Sexual Orientation Monitoring Standard which encourages declaration and consistency in recording across health and social care providers. Service User Experience need to promote the completion of Friends and Family Test survey across all protected characteristics, and in particular amongst BME Service Users in order to better understand their experience and journey through our services. Disability Declarations need to understand why anonymised Friends and Family Test results show greater levels of Disability declarations than the overall number of declarations on the Trust s clinical record management system (RIO). Page 3 of 31

4 Workforce Data (as of 31 st December 2017) The workforce profiles shown in the graphs below are based on all the staff working for the Trust as of 31 st December 2017 (fixed term, locums, Non-Executive Directors and permanent members of staff). OVERALL WORKFORCE DATA & SPLIT BY PAY BAND: Since 2016 there was an increase of 79 additional staff in the workforce, now totalling % of the workforce is between Bands 2 to 6 pay scales, which is nearly 5% increase from There has been no significant change from 2016 in the percentage of staff in Band 7 and above (25.4%) Those in Bands 2 to 6 carry out the critical support and operational delivery duties. Roles within these bands include: Advanced Practitioners Apprentice Assistant Psychologist Assistant/Associate Practitioner Assistant/Associate Practitioner Nursing Chaplain Clerical Worker Clinical Psychologist Community Nurse Medical Secretary Nursery Nurse Occupational Therapist Occupational Therapy Specialist Practitioner Officer Physiotherapist Psychological Wellbeing Practitioner - Trainee Psychotherapist Researcher Page 4 of 31

5 Dietitian Driver Health Care Support Worker Helper/Assistant Manager Social Worker Specialist Nurse Practitioner Staff Nurse Technical Instructor Technician Staff in Bands 7 and above includes senior officers and Very Senior Management in the following roles: Accountant Art Therapist Art Therapist Manager Associate Specialist (Closed) Board Level Director Chief Executive Consultant Director of Nursing Foundation Year 2 (Medical Staff) Modern Matron Non-Executive Director Nurse Consultant Nurse Manager Occupational Therapist Manager 'Other' Community Health Service Paramedic Pharmacist Physiotherapist Manager Senior Manager Sister/Charge Nurse Speciality Doctor Speciality Registrar AGE: a) Age split of workforce There has been no significant change in the age profile of the Trust s workforce since The majority of our staff fall within 46yrs 55yrs age range, which indicates that the Trust Page 5 of 31

6 has a large middle aged workforce. Within the next 10 years, 15% of staff will reach or be nearing likely retirement age. b) Roles (clinical and non-clinical) by Age Groupings (top 5 roles in the Trust) Data on roles by age groupings was not reported in 2016, so no comparison can be made to the current data. In comparison to the Trust s age profile, the above graph shows that: - Of the total number of year old staff in the workforce (242), 63% (153) are represented in the top 5 roles within the Trust. Significant proportions are HCSW, Staff Nurse and Clerical Worker roles, but very small number are in Officer roles. - Nearly 41% (418) of the total number of staff in age band years of age (955) are represented in the top 5 roles in the Trust. - Similarly, 40% (397) of the total number of staff in age band years of age (992) are represented in the top 5 roles in the Trust. - A significant number of year old staff age are represented in the top 5 roles their total (598) equates to 41% of their overall representation in the workforce (1285). - Nearly 50% (326) of staff between years of age in the workforce (661) are represented in the top 5 roles, with a larger proportion of representation in HCSW and Officer roles. Page 6 of 31

7 GENDER: a) Gender split of AWP The gender spilt in the workforce remains the same as in Females represent 74% of the workforce. Traditionally, health and care services have attracted a higher proportion of Females than many other professions. b) Gender split by pay band There are considerably higher proportions of Females in Bands 3 to 6, which is consistent with 2016 data. Roles within these Bands include Health Care Support Workers, Community Nurses, Assistant Psychologists and Associate Practitioners. Page 7 of 31

8 Of the total number of staff in Band 7 (469), 94% (347) are Female. This is an increase from Roles within Band 7 include Ward Managers, Clinical Psychologists, Community Nurses and Therapy Staff The total number of staff in Bands 8a and above has dropped from 642 in 2016 to 599 in Despite this, Females represent 65% (389) in Senior and Very Senior Management Roles. c) Gender split by PT/FT staff Commentary and Comparison to 2016 data There was no significant difference than in Of the total number of Part Time staff in the workforce, nearly 86% are female compared to 14% of Males. Majority of the Part Time roles occupied by Females are in Health Care Support Workers and Clerical Workers roles. Majority of Part Time roles occupied by Males are in Health Care Support Workers and Housekeeping roles. Further data analysis shows that of the total number of Part Time staff (1725), 45% (772) are in Pay Bands 1 4, compared to 41% (703) in Pay Bands 5 7, and 14% (250) in Pay Bands 8a and above. This shows that the higher the pay band, the fewer Female and Male Part Time staff in the Trust. Of the total number of Part Time staff in Pay Bands 8a and above (250), 17% (43) are Males and 83% are Females. The Part Time workforce in the Trust is (a) female dominated; (b) most prevalent in pay Bands 1 4 across both genders; (c) least prevalent in Pay Bands 8a and above. d) Gender split by Clinical / Non-clinical Roles and Very Senior Management Females Males Grand Total Headcount % Headcount % Clinical % % 3193 Non-Clinical % % 1012 Page 8 of 31

9 Clinical Roles Detail The table below shows top 6 job roles where the percentages of Females are significantly higher than that of Males Clinical Role Females Males Grand Total Headcount % Headcount % Health Care Support Worker % % 576 Staff Nurse % % 417 Community Nurse % % 339 Specialist Nurse Practitioner % % 240 Clinical Psychologist % % 190 Senior Clinical Roles (Consultants) Senior Clinical Role (consultants) Females Males Grand Total Headcount % Headcount % Consultant % % 128 Nurse Consultant % % 5 Commentary and Comparison to 2016 data There has been no significant change since 2016 in the percentage of Females and Males in Clinical and Non-Clinical roles, despite the increase of overall workforce population during Non-clinical Roles - Detail The table below shows top 5 job roles where the representation of Females is significantly higher than that of Males. Non-clinical Roles Female Male Grand Total Headcount % Headcount % Officer % % 333 Clerical Worker % % 265 Housekeeper % % 203 Manager % % 113 Medical Secretary % % 41 Very Senior Non-clinical Roles The table below shows very senior non-clinical roles. Very Senior Non-clinical Roles Females Males Grand Total Headcount % Headcount % Non-Executive Director % % 8 Board Level Director* % % 5 Chief Executive % % 1 *1 post at Board Level Director Vacant as of December 2017 Page 9 of 31

10 Commentary and Comparison to 2016 data During 2017, the Medical Secretary was reclassified as a non-clinical role in line with NHS Occupational Codes, and now appears in the top 5 job roles where Female representation is higher than that of Male (replacing Senior Manager which appeared in 2016 data set) There is an even gender split in Non-Executive Director Roles which has been noted as being positive in comparison to our peers. The percentage of Females in Board Level Director roles is higher than that of Males. At the time of compiling this report, there is 1 vacancy at this level. ETHNICITY / RACE a) Ethnicity split of AWP Commentary and Comparison to 2016 data The definition of White includes White British, Irish and Any Other White. Definition of BME includes all other categories of ethnicity except Unknown or Not stated. These definitions are based on the 2011 ONS Census and ones which are used for the Workforce Race Equality Standard (WRES). Although there was an increase in the number of BME staff (from 459 in 2016 to 475 in 2017), the percentage of BME staff remains the same as in 2016 at 11%. This is because there has been an overall increase in the workforce. The percentage of White staff also remains the same as in 2016 at 87% for the same reason. Staff not declaring their ethnicity remains the same as in 2016 at 2%. The Trust will continue to encourage declarations. We have analysed the Office of National Statistics (ONS) data set on Working Age Annual Population Survey by Ethnicity (Jun 2017), extracted from NOMIS website ( This shows that in our area of operation the overall BME working age population (16-64yrs) is 8.6%. Therefore, the Trust s BME workforce of 11% is a healthy representation. Page 10 of 31

11 b) Ethnicity split by Pay Band Commentary and Comparison to 2016 data (Note: Staff who have not declared their ethnicity are not included) Of the total number of BME staff (475): - 48% (226) are in Bands 1 to 4, compared to 46% (213) in % (178) are in bands 5 to 7, compared to 38% (175) in 2016 (the percentage for 2017 is lower although the headcount is higher than in 2016 because of the increase in BME workforce) - 15% (71) are in Bands 8a and above, which is the same percentage as in Excluding those in Medical pay bands, 3% (16) are represented in Bands 8a above. Of the total number of White staff (3646): - 38% (1393) are in Bands 1 to 4, which is the same percentage as in % (1739) are in Bands 5 to 7, compared to 46% (1656) in % (514) are in Bands 8a and above, compared to 16% (559) in 2016 (One of the reasons for the lower percentage for 2017 is due to posts being redesigned or eliminated as part of the overall organisational restructure). - Excluding those in Medical pay bands, 8% (297) are represented in Bands 8a above. Data shows that significant number of the BME workforce is employed at Bands 1 to 4 and BME staff form a higher proportion of the workforce in these bands than in any other. However, they are under-represented in Bands 8a and above in Non-Medical pay bands. There is a need to address career progression for BME staff across the higher pay banding levels. c) Ethnicity split by Clinical and Non-clinical Roles Clinical Non-Clinical Grand Total Headcount % Headcount % BME % % 475 White % % 3646 Grand Total (Note: Staff who have not declared their ethnicity are not included) Page 11 of 31

12 Commentary and Comparison to 2016 data In comparison to 2016, there was an increase during 2017 in the percentage of White staff in Clinical and Non-Clinical roles, from 86% to 88% (Clinical roles) and 88% to 91% (Non-Clinical roles) In contrast, the percentage BME staff in Clinical and Non-Clinical roles remained the same as in 2016 at 12% (Clinical) and 9% (Non-Clinical) d) Job roles and BME Representation The table below shows top 5 job roles within the Trust and where BME representation by headcount is the highest. Role Total Staff in Role BME Staff Headcount % of overall total Health Care Support Worker % Staff Nurse % Housekeeper % Consultant % Officer % Commentary and Comparison to 2016 data The above five job roles where representation of BME staff is highest has remained the same since % of all Health Care Support Workers are BME staff, which is 3% lower than in Of all the Officer roles (333), only 7% (24) are filled by BME staff, which is a significant under representation in this role. The majority of the 24 BME people are in Pay Bands 4,5 and 6, DISABILITY a) Declaration of Disability Page 12 of 31

13 Commentary and Comparison to 2016 data There has been an increase in the percentage of declarations in Disability monitoring data from 78% in 2016 to 82% in Since 2015, the declaration in Disability monitoring has increased by 5%, which is very positive. Staff declaring Yes to Disability is at 5% (211) compared to 4% (147) in Since 2015, Yes declarations have increased by 2%. Staff who have Not Declared a response to the Disability monitoring question is at 18%, which is a 4% decrease from 2016 when it was at 22%. Although the non-declaration rate remains high, the decrease is a positive outcome. We have analysed the Office of National Statistics (ONS) dataset on Annual Population Survey (Jun 2017), extracted from NOMIS website ( This shows that in our area of operation, 20% of the population is disabled. Of this, 68.5% (157,500) are disabled people who are able to work which is quite a significant figure. This means that there is a significant pool from which we can potentially recruit from. b) Disabled Staff by Pay Bands Commentary and Comparison to 2016 data Data on Disabled Staff by Pay Bands was not reported in 2016 therefore no comparison can be made to the current data. However, it provides a benchmark to measure future progress. c) Job Roles and Disabled Staff Representation The table below shows top 5 job roles within the Trust and where Disabled staff representation by headcount is the highest. Role Total Staff in Role Disabled Staff Headcount % of overall total Staff Nurse % Health Care Support Worker % Specialist Nurse Practitioner % Clerical Worker % Community Nurse % Page 13 of 31

14 Commentary and Comparison to 2016 data The above data was not reported in 2016 therefore no comparison can be made to the current data. However, it does provides a benchmark to measure future progress SEXUAL ORIENTATION Sexual Orientation Split of AWP Bisexual Gay Heterosexual I do not wish to disclose my sexual orientation 34 Lesbian Commentary and Comparison to 2016 data Of the total number of staff in the workforce, 3% (118) are from LGB communities. This is not a significant change from the percentage in 2016 (2.6%) Staff who do not wish to disclose amounted to 25% (1061) of the workforce, which is a 5% decrease from 2016, which is positive in terms of encouraging disclosure. MARITAL STATUS (2.0%) (0.7%) 60 (1.4%) 1617 (38.5%) Marital Status Split of AWP 2012 (47.9%) (8.3%) (1.3%) Civil Partnership Divorced Legally Separated Married Single Unknown Widowed Commentary and Comparison to 2016 data There is no significant difference to the 2016 data Page 14 of 31

15 PREGNANCY / MATERNITY AND PATERNITY. The data below shows the number of vacant posts (which are either covered or left uncovered by staffing, and includes employees who may have more than one job in the Trust) as of 31 st December 2017 due to Maternity, Adoption and Shared Parental Leave: Total number of vacant posts Maternity Leave Adoption Leave Shared Parental Leave The total number of Paternity Leave taken during 2017 amounted to 21. During 2016, we reported on the number of staff on maternity or paternity leave, rather than the total number of vacant posts as a result of maternity, adoption and shared parental leave. Of the total number of vacant posts (129), there were none that were under Shared Parental Leave, and 3 under Adoption leave. The number of men taking Paternity Leave amounted to 21 during During 2017, 119 staff returned from Maternity, Adoption, Share Parental and Adoption leave RELIGION / BELIEF Religion Split of AWP Commentary and Comparison to 2016 data 31% (1290) of staff did not disclose their belief / religion, which is a 3% decrease from 2016, which is positive as it will support us in assessing areas for improvement. 35% (1456) are Christians which is 2% increase from Staff who are Atheists form 18% (792) of the workforce, which is approximately 2% increase from 2016, and those who have stated Other form 13% (534) of the workforce, which is again a 2% increase from Staff who are Buddhists, Hindu, Muslim, Jewish, Sikhs and Jainists form 3.1% of the workforce respectively, which is not a significant difference to the 2016 data Page 15 of 31

16 Leavers Data We have produced data of Staff who left the organisation by Age, Race, Gender and Disability, as the volume of statistical information provides more meaningful analyses than that of other protected characteristics. The purpose of this data is to enable us to identify any trends or disparities between protected characteristics, and helps us to understand to some extent our organisational culture. Note: (a) Junior Doctors at Foundation Year 1 and 2 are not included in this data as they are on a rotational cycle as part of their training, and (b) data includes all Bank Staff and those on Fixed Term Contracts TOTAL LEAVERS / LEAVING REASON GROUPS / VOLUNTARY RESIGNATIONS a) Total Leavers Total number of Leavers during Total number of Leavers during Commentary and Comparison to 2016 data There were fewer number of people who left the organisation during 2017 (1055), than in 2016 (1335). One of the reasons for this is that a greater number of staff voluntarily resigned during 2016 (881) than in 2017, along with greater number of retirements (218) than in b) Leaving Reason Groups Leaving Reason Group Total Death in Service 6 Dismissal 20 End of Fixed Term Contract 98 Other 3 Redundancy 14 Retirement 115 Voluntary resignation 799 Grand Total 1055 Commentary and Comparison to 2016 data There was a fall in the number of leavers as a result of dismissal from 61 in 2016, to 21 during This provides an indication of how the Trust s culture regarding professional integrity and conduct has been developing. Voluntary resignations remain the highest reason group, and will include core reasons such has work / life balance, relocation, better reward package etc. Page 16 of 31

17 c) Voluntary Resignations The total number of voluntary resignation decreased in 2017 compared to the previous year. However, the number of voluntary resignations within 1 year of appointment increased from 27% in 2016 to 38% during Voluntary resignations have a significant impact on the workforce terms of financial costs, skill loss, under-development of talent and internal and external reputational / cultural perceptions. AGE: a) Leavers by Age and Leaving Reason Groups Page 17 of 31

18 The number of voluntary resignations across age groupings 16 55yrs decreased during 2017 in comparison to 2016, but increased in the age group 56 65yrs. The total number of retirements during fell from 218 in 2016 to 115 in 2017, resulting in retention of skills. The highest numbers of these retirements were 79 in the age grouping 56-65yrs. It should be noted that Clinical Staff often have Mental Health Officer Status which allows them to retire before the statutory retirement age. The number of staff over 66+yrs who retired in 2017 (8) was far less than those who retired in 2016 (24), highlighting that many of those staff over the age of 66+yrs are more likely to continue their working with the Trust. There was slight increase in staff leaving because of end of fix term contracts from 63 in 2016 to 79 in b) Voluntary Resignation by Age Groupings: This the first time that Trust is reporting this data set, which sets a benchmark for future reporting. Of the total number of leavers across all age groupings (1055), 75% (799) staff voluntarily resigned during In the age grouping 95% (113) of leavers were voluntary resignations, which is a slight increase form Worryingly, 43% (49) of voluntary resignations were within one year of appointment, compared to 38% (50) in This the highest percentage across all age groupings which indicates that the younger workforce are more likely to leave within one year of employment than those across any other age groupings The total number of voluntary resignation in the age grouping 26-35yrs amounted to 79% (266) of all leavers. There is little change from the 2016 percentage (80%). Of the voluntary Page 18 of 31

19 resignations, 38% (100) were within one year of employment, compared to 29% (88) in In the 36-45yrs age grouping, 92% (184) of leavers were voluntary resignations, which is a significant 12% increase from Those leaving within one year of employment amounted 39% (71), compared to 22% (43) in Of the total number of leavers in age grouping 46-55yrs, 75% (149) were voluntary resignations, which is significant 19% increase from Those who left within one year of employment amounted to 33% (49), compared to 26% in 2016 The number of voluntary resignations in age grouping 56-65yrs compared to all leavers was 41% (71), compared to 30% in Those who left within one year of employment amounted to 41% (29) compared to 15% (10) in Within the age group 66+yrs, the numbers are considerably small to make meaningful analyses In assessing the above data, It is clear that the Trust needs to (a) address the issues of voluntary resignations, and those which occur within one year of employment; (b) thoroughly assess existing retention strategies and explore whether these are fit for purpose; (c) target relevant and appropriate retention initiatives across all age groupings. c) Reasons for Voluntary Resignations Reasons for voluntary resignations Total Adult Dependants 6 Better Reward Package 40 Child Dependants 18 Health 17 Incompatible Working Relationships 13 Lack of Opportunities 45 Other/Not Known 3 Promotion 66 Relocation 109 Further education or training 36 Work / Life Balance 446 Total % of leavers gave work / life balance as reason for voluntary resignation this is a significant amount and the Trust needs to look into its work / life balance provisions. Further analyses shows that 38% (169) of all resignations due to work / life balance are from staff in Health Care Support Worker Roles. This is likely to do with the nature of shift working patterns that are required in these roles. Page 19 of 31

20 ETHNICITY a) Leavers by Ethnicity and Voluntary Resignations Leavers by Ethnicity / Voluntary Resignations Total Leavers Voluntary Resignations BME Not Stated White BME leavers amounted to 17% of all leavers (1055) during 2017, compared to 14% in % of all BME leavers were voluntary resignations, compared to 74% in % of all White leavers were voluntary resignations, compared to 64% in The data above shows that of the overall increase in the numbers of voluntary resignations during 2017, BME staff are more likely to voluntarily resign than White staff. b) Voluntary Resignations by Ethnicity and within 1 year of employment Voluntary resignations by ethnicity within 1 year of employment Total Voluntary Resignation Total Voluntary Resignation within 1 year of appointment N.B. Ethnicity Not stated is not included BME White BME White % (51) of all BME Leavers were those who left within 1 year of employment, compared to 24% (34) in Page 20 of 31

21 28% (232) of all White leavers were those who left within 1 year of employment, compared to 27% (191) in The data above shows that BME leavers are just as likely to leave within 1 year of employment as White leavers, but their percentage has increased since c) Reasons for Voluntary Resignations by Ethnicity Reasons for voluntary resignations BME White Adult Dependants 1 5 Better Reward Package 3 37 Child Dependants 6 12 Health 3 12 Incompatible Working Relationships 1 11 Lack of Opportunities 4 39 Other / Not Known 1 Promotion 5 60 Relocation Further education or training 6 29 Work / Life Balance Total N.B. Ethnicity Not stated is not included Of the total number of BME voluntary resignations, 71% (105) were due to work / life balance, compared to 44% (62) in 2016 Of the total number of White voluntary resignations, 52% (323) were due to work / life balance, compared to 29% (206) in The above data and analyses shows that proportionally BME staff are more likely to leave due to work / life balance than White staff. GENDER a) Leavers by Gender and Voluntary Resignations Leavers by Gender / Voluntary Resginations Total Leavers Voluntary Resignations Female Male Page 21 of 31

22 Female leavers amounted to 75% (790) of all leavers, compared to 73% in Male leavers amounted to 25% of all leavers compared to 27% in Of the total number of Female leavers, 76% (604) voluntarily resigned, compared to 48% in Of the total number of Male leavers. 73% (194) voluntarily resigned, compared to 27% in This indicates that Female staff are proportionally more likely to voluntarily resign than men. b) Voluntary Resignations by Gender and within 1 year of employment 604 Voluntary resignations by gender within 1 year of employment Total Voluntary Resignations Voluntary Resignations within 1 year of employment Female Male 38% of Female voluntary leavers were those who resigned within 1 year of employment, compared to 18% in % of Male voluntary leavers were those who resigned within 1 year of employment, compared to 17% in The above analyses shows and even proportionality between Female and Male leavers within 1 year of employment However, overall there has been a significant increase from 2016 in the percentage of both Female and Male leavers within 1 year of employment, which causes concerns for the Trust. c) Reasons for Voluntary Resignations by Gender: Reasons for voluntary resignations Female Male Adult Dependants 5 1 Better Reward Package Child Dependants 14 4 Health 15 2 Page 22 of 31

23 Incompatible Working Relationships 13 Lack of Opportunities Other/Not Known 2 Promotion Relocation Further education or training 27 9 Work / Life Balance Total % (330) of all Female staff who voluntarily resigned left because of work / life balance reason, compared to 31% in Nearly 60% (116) of all Male staff who voluntarily resigned left to because of work / life balance reason, compared to 31% in The data and the analyses show that for Female and Male leavers, work / life balance has been the main reason for voluntary resignation. A further analysis shows that for both Female and Male leavers, voluntary resignations were most prevalent in Health Care Support Worker, Staff Nurse, Clerical and Officer roles. DISABILITY a) Leavers by Disability and Voluntary Resignations Leavers by Disabed Staff and Voluntary Resignations Total Leavers Voluntary Resignations Disability 'Yes' Disability 'No' N.B. Disability Not declared or Prefer not to say is not included Disabled staff leavers amounted to nearly 6% (54) of all staff who declared either Yes or No to Disability monitoring question, and who left during This compares to 5% (53) in Of the total number of disabled staff who left during 2017, 74% (40) voluntarily resigned. This percentage figure remains the same as in 2016 The data shows that the Trust has made little progress in retaining disabled staff in the workforce, despite the overall percentage of their representation in 2017 having increased. Page 23 of 31

24 b) Voluntary Resignations by Disability Yes and within 1 year of Employment: Voluntary resignations by Disability 'Yes' and within 1 year of employment Total Voluntary Resignations Voluntary Resignations within 1 year of employment Of all disabled staff who voluntarily resigned in 2017, 42.5% (17) those who resigned within 1 year of employment, compared to 28% in 2016 The data shows that more disabled staff are leaving within 1 year of employment than previously, which is an area of concern for the Trust. c) Reasons for Voluntary Resignations 2016/17 comparison: Reasons for voluntary resignations Disability 'Yes Adult Dependants 1 Better Reward Package 2 3 Child Dependants 1 Health 3 1 Incompatible Working Relationships 1 1 Lack of Opportunities 5 1 Other/Not Known 1 Promotion 12 5 Relocation 6 8 Further education or training 2 3 Work Life Balance 6 17 Total % (17) disabled staff left the Trust due to work / life balance reasons, compared to 11% (6) in The number of Disabled staff leaving as a result of promotion outside of the Trust reduced which is positive. The Trust needs to identify retention opportunities that are targeted at disabled staff, and promote more opportunities to access reasonable adjustments in the workplace. Page 24 of 31

25 Service User Data (as of 31 st December 2017) This data is extracted from RIO and the snapshot date of 31st December It should be noted self-declaration of information in relation to protected characteristics is an option for Service Users and not a mandatory requirement. AGE: Age Band Service Users on Caseload Percentage of Total < % % % % % % % % % 85 plus % Grand Total % There are just over 900 more Service Users on our caseload than in 2016, and there has been an increase across all aged bandings in those who are accessing our services. Nearly 37% (5900) of all Service Users on our caseload fall within 65 and over age grouping, compared to 35% in This shows an increase in the older people within our caseload and a large proportion of these Service Users are accessing the following services: - Dementia - Memory - Complex Intervention Team - Therapies - Assessment and Recovery There has been an increase in the number in <16-24 year old Service Users on our caseload from 1341 in 2016 to 1436 in Of these, majority (1003) are accessing: - Early Intervention - Assessment and Recovery - Specialised Community There has been an increase in the number of year old Service Users on our caseload from 4659 in 2016 to 4816 in Of these, majority are accessing the following services: - Assessment and Recovery - Community Mental Health - Specialised Community - Early Intervention - Specialised Drug and Alcohol Services Page 25 of 31

26 GENDER Gender Patients On Caseload Percentage of Total Female % Male % Grand Total % Data shows that more Females are accessing services than Males. The percentage difference between Female and Male service has increased from 6% in 2016 to 9% in Of the total number of Females (8741), a large proportion are accessing the following services: - Assessment and Recovery - Dementia - Memory - Community Mental Health - Complex Intervention Team - Therapies Of the total number of Males (7291), large proportion are accessing the following services: - Assessment and Recovery - Dementia - Community Mental Health - Memory - Complex Intervention - Specialised Community Overall there has not been a significant change in the service type accessed by Females and Males since ETHNICITY Ethnic Group Service Users On Caseload Percentage of Total Asian or Asian British - Any other background % Asian or Asian British - Bangladeshi % Asian or Asian British - Indian % Asian or Asian British - Pakistani % Black or Black British - African % Black or Black British - Any other background % Black or Black British - Caribbean % Mixed - Any other mixed background % Mixed - White & Asian % Mixed - White & Black African % Page 26 of 31

27 Mixed - White & Black Caribbean % Not Known (Not Requested) % Not Stated (Client Refused) % Other Ethnic Groups - Any Other Group % Other Ethnic Groups - Chinese % White - Any other background % White - British % White - Irish % Grand Total % The overall percentage of Black and Minority Ethnic (BME) Service Users (which includes all of the above ethnic groups except for White or White British or Irish, Not Known and Not Stated ) is 7.2%, which is exactly the same as in Ethnicity of Service users by Delivery Units: Delivery Unit BME White Not Known / Not Stated Total BANES Bristol CAMHS Medical N. Somerset S. Gloucestershire Secure Specialised Swindon Wiltshire Grand Total Majority of the BME Service Users are receiving services from our delivery units in Bristol and Swindon. This not surprising as demographic information shows that these areas have a larger BME population overall. The Trust needs to encourage staff to request ethnicity information, and promote why declaration of such information by Service Users helps to deliver person-centred care. Majority of the BME Service Users are accessing the following services: - Assessment and Recovery - Dementia - Early Intervention - Community Mental Health Page 27 of 31

28 DISABILITY Disability Service Users On Caseload Percentage of Total No % Unknown % Yes % Grand Total % Of the total number of Service Users, 8% declared either Yes or No to the Disability monitoring question. This is increase from 2016 when it was 4%. The percentage of Unknowns remains unsatisfactorily high, indicating that that Trust has to do more to promote the benefits of disclosure from Service Users, to help in person centred. We also believe that Disability may be recorded in a variety of places within RIO rather than where it should be recorded, therefore there is a possibility of that the information is there but not easily extractable. Of the total number of Service Users who declared Yes, a significant proportion are accessing Dementia Services SEXUAL ORIENTATION Sexual Orientation Service Users On Caseload Percentage of Total LGB % Unknown % Heterosexual or Straight % Not stated (declined to respond) % Not known (not recorded) % Grand Total % 88% of data regarding sexual orientation is Unknown, which is a reduction from 2016 when it 95.6%. With the introduction of the Sexual Orientation Monitoring Standard during 2017, we have amended the data collection categories and during 2018 we will work with Service Users and Staff in promoting the benefits of declarations and the positive impact it has on patient care and support. Page 28 of 31

29 MARITAL STATUS / CIVIL PARTNERHIP STATUS Marital Status Service Users On Caseload Percentage of Total Married / Civil Partnership % Divorced/Person whose Civil Partnership has been dissolved % Not Disclosed % Not Known % Separated % Single % Widowed/Surviving Civil Partner % (blank) % Grand Total % There is no significant change from 2016 data 19% of Service Users who are Married or in a Civil Partnership. The percentage of Not Known and Blank records make up 35% which is remains high. It may be that data is recorded elsewhere within individual case records, if so further work needs to be done to ensure that data is recorded and uploaded on to RIO in the right place. GENDER REASSIGNMENT / TRANSGENDER Data on Service Users who are in the process of gender reassignment is low and there potential identifiable. Therefore it has not been included in this report Page 29 of 31

30 Service Users Recommending Our Services (Friends and Family Test) Friends and Family Test surveys are help to measure the quality of our services from a Service User point of view. These anonymised surveys, which are voluntary to complete, are offered to Service users at a point of discharge from care, during individual care reviews or transfer of care to another provider. The table below provides an overall view by some of the protected characteristics to one of the key the questions in the survey - How likely are you to recommend our service to friends and family if they needed similar care or treatment? The data below: Covers the period October 2017 to December 2017 Provides the total number of survey responses covering both Community and Ward based surveys (including their respective Easy Read versions). Provides the total number of positive responses only (which covers Highly Likely, Likely or Yes ) to the question Is disaggregated by positive responses and some of the protected characteristics, where protected characteristic information is available. Excludes data where the record of protected characteristic information is either Unknown or Not stated, Prefer not to answer or Blank on our system. How likely are you to recommend our service to friends and family if they needed similar care or treatment? Total number of survey responses 2191 Total number of positive responses 1929 Total number of Male positive responses 689 Total number of Female positive responses 832 Total number of White positive responses 1349 Total number of BME positive responses 74 Total number of 16-25yrs positive responses 230 Total number of 26-35yrs positive responses 233 Total number of 36-45yrs positive responses 212 Total number of 46-55yrs positive responses 215 Total number of 56-65yrs positive responses 130 Total number of 65yrs+ positive responses 499 Total number of Disabled Yes positive responses 921 This data was not provided during This the first time that Trust is reporting this data set, which sets a benchmark for future reporting. Page 30 of 31

31 88% (1929) of all responses are positive. Of those, majority are positive responses from Females. 4% (74) of all positive responses are from BME Service Users, which should be considered as an area for improvement. Those aged 65yrs and over are more likely to provide a positive response than in other age groupings. The figure for positive responses from Disabled people who have declared Yes to Disability (921) in the anonymised Friends and Family Test survey, exceeds the overall number of Yes declarations recorded on RIO (316) which is a clinical management system. The Trust needs to explore this further to understand perceptions of Disability declarations in relation to anonymised Service User surveys and formal declaration in clinical recording systems such as RIO. It may that Service Users perceive Disability as being physical in formal clinical declarations, but more broader in terms of non-clinical settings. Page 31 of 31